Senior Director, Global Strategic Workforce Planning

Visa•Atlanta, GA

1d•$179,300•Hybrid

About The Position

As Senior Director, Global Workforce Planning, you will set the enterprise vision, strategy, and operating model for workforce planning at Visa. You will lead forward looking, capability based workforce strategies across regions and functions to support long term growth, digital transformation, and financial objectives. This role serves as the enterprise authority on workforce planning, advising senior leaders on talent, capacity, skills, location, cost, automation, and contingent labor decisions. You will embed workforce planning into Visa’s core planning and governance rhythms and own the global strategy for managing both full time and contingent workforce models.

Requirements

12 or more years of work experience with a Bachelor’s Degree or at least 10 years of work experience with an Advanced degree (e.g. Masters/MBA /JD/MD), or a minimum of 5 years of work experience with a PhD
Bachelor’s degree or equivalent experience.
10 plus years of experience in workforce planning, workforce analytics, or related enterprise planning disciplines.
Experience leading global, cross functional teams and influencing at the senior and executive level.
Demonstrated success designing and executing enterprise scale, multi year workforce strategies.
Strong analytical, problem solving, and executive communication skills.
Ability to operate effectively in a complex, matrixed, global environment.
Experience managing contingent workforce programs, including vendor management, contracting, and compliance.
Background in financial services, payments, technology, or other large global enterprises.

Nice To Haves

15 or more years of experience with a Bachelor’s Degree or 12 years of experience with an Advanced Degree (e.g. Masters, MBA, JD, or MD), PhD with 9+ years of experience
Familiarity with workforce planning platforms and HR ecosystems such as Workday, Fieldglass, SAP, or Oracle.
Experience integrating AI and automation considerations into workforce and operating model decisions.

Responsibilities

Own and evolve Visa’s enterprise workforce planning vision, operating model, and roadmap.
Drive a systematic and disciplined workforce planning and position prioritization process, using a forward-thinking mindset.
Partner with Functional Leadership to develop and manage a global workforce plan (FTEs and contingent roles) aligned to business strategy, resource needs, and transformation priorities.
Lead integrated workforce scenarios that assess tradeoffs across talent, location, cost, automation, and risk.
Lead regular workforce plan reviews and executive reporting with plan owners, partnering with hiring managers, business leaders, Finance, and People Business Partners to drive in-budget, on-target execution.
Set direction for workforce analytics, forecasting, and scenario modeling across the enterprise.
Translate complex workforce and business data into executive level insights that inform investment, sequencing, and capacity decisions.
Partner with senior leaders to proactively identify workforce risks and opportunities tied to growth, innovation, and productivity.
Develop and execute a comprehensive global strategy for contingent labor, with a focus on optimization, scalability, and cost management.
Identify opportunities for centralization, improved sourcing models, and supplier consolidation across regions and business units.
Partner with Strategic Sourcing and Procurement to negotiate and manage vendor contracts, service levels, and performance standards.
Define and track KPIs to measure the effectiveness, cost, and risk profile of the contingent workforce.
Integrate workforce planning into enterprise governance, financial planning, and risk management frameworks.
Ensure compliance with labor laws and regulations related to contingent workers, in partnership with Legal and Finance.
Run day-to-day position management processes (Workday initiation, changes, approvals, and compliance), ensuring accurate governance and audit readiness.
Identify and execute process improvements to streamline and simplify position management for participants (e.g., hiring managers, Finance, People team) and stakeholders (e.g., business leaders).
Continuously engage Business Leaders, Finance, and Talent Acquisition on position prioritization before requisition creation to ensure alignment to plan and funding.
Drive structured processes for the business to make workforce plan adjustments (e.g., AOP updates, WPIC engagement, additions, and in-budget reallocations) while maintaining governance controls.
Establish governance mechanisms to mitigate workforce related risk, including scenario based planning and controls.
Partner with Technology teams to assess, select, and evolve workforce and contingent labor platforms, including global solution strategies.
Analyze workforce and contingent labor utilization, cost, and performance trends and deliver clear reporting to senior leadership.
Align workforce planning with platform modernization, AI adoption, and digital delivery models.
Serve as a senior leader across HR, Finance, Technology, Risk, Real Estate and Workplace, and business planning forums.
Ensure regional and functional interlock on workforce plan approvals in a highly matrixed environment.
Operate as a senior internal consultant, leading enterprise planning sessions, scenario workshops, and capability reviews.
Build workforce planning capability across HR and the business through education, playbooks, and change enablement.
Drive clear communication and adoption of workforce and contingent labor policies with people leaders.